Standing orders: the new 300-worker threshold explained

Certified standing orders are now compulsory only for an industrial establishment with 300 or more workers, under Section 28 of the Industrial Relations Code, 2020, in force from 21 November 2025. Earlier, under the old law, the threshold was 100 workers. Establishments below 300 can adopt the government's Model Standing Orders instead of going through formal certification. Standing orders are the written rules of employment: classification of workers, hours, holidays, wages, leave, termination, and misconduct.

Standing orders are the formally written conditions of employment in an industrial establishment. They tell every worker, in advance and on record, how the workplace runs: how workers are classified (permanent, fixed-term, casual), working hours and shifts, holidays and pay days, leave, how employment ends, and what counts as misconduct. They exist so terms are clear and not arbitrary.

Section 28(1) applies the standing-orders chapter to every industrial establishment with 300 or more workers, counting those employed on any day in the preceding 12 months.

If you work in an establishment with 300 or more workers, it must have certified standing orders, and your service conditions are documented and enforceable through them. If you work in a smaller establishment, your employer may rely on Model Standing Orders, which are deemed certified and still set out your basic terms. Your employment terms are not unprotected; the route to documenting them simply differs by size.

• 300 and above: prepare and get standing orders certified through the prescribed process, covering all required matters.
• Below 300: you may adopt the Model Standing Orders, which apply as deemed certified, instead of running a full certification.
• Either way: the written terms must reflect the actual workplace and be made known to workers.

A garments unit in Tiruppur employs 260 workers. Under the old 100-worker rule it would have needed certified standing orders. Under Section 28 of the IR Code, because it is below 300, it can adopt the Model Standing Orders instead, which apply as deemed certified. Its 280-worker neighbour is still below 300 and can do the same; a 320-worker factory across the road must get its standing orders certified.

• “Below 300 means no rules.” Wrong. Model Standing Orders still apply and protect basic terms.
• “The count is only current headcount.” The threshold looks at workers employed on any day in the preceding 12 months.
• “Standing orders cover executives.” They apply to workers as defined; managerial and supervisory staff above the wage limit are treated separately.

Every industrial establishment with 300 or more workers, under Section 28(1) of the Industrial Relations Code, 2020. The count includes workers employed on any day in the preceding 12 months. The earlier threshold was 100 workers.

They may adopt the Model Standing Orders, which apply as deemed certified, instead of seeking formal certification. Workers in these establishments still have their basic service conditions documented and protected.

They set out conditions of employment: classification of workers, working hours, shifts, holidays, pay days, leave, attendance, conditions for ending employment, and acts treated as misconduct. The aim is clear, non-arbitrary terms known to every worker in advance.

The Industrial Relations Code, 2020 was brought into force on 21 November 2025. Section 28 and the 300-worker threshold for certified standing orders apply from that date.

Yes, where they apply they are treated as deemed certified and bind the establishment and its workers. They give a ready set of terms so smaller establishments do not need a full certification process while still protecting workers.

Standing orders must be made known to workers, often displayed at the workplace. You can ask your employer or, for a public-sector establishment, file an RTI for the certified standing orders applicable to your unit.

• Industrial Relations Code, 2020, Section 28 (application of standing orders) and Section 29 (Model Standing Orders), in force from 21 November 2025.
• Ministry of Labour and Employment, labour.gov.in; bare Act at indiacode.nic.in.

• Worker Re-skilling Fund: 15 days wages on retrenchment
• Retrenchment compensation under the Industrial Relations Code
• The RTI Playbook for obtaining workplace and labour records.

For a public employer's records, use the AI RTI Drafter and the First Appeal Builder. See the RTI Act, 2005.